Why is hiring for Startup's so difficult?

This question we faced several times in past whether when we were trying to set up an offshore center for a silicon valley startup or helping a local bootstrapped startup. While setting up all other operations was easier but this task of hiring talented people was most difficult.Ask any founder, and they will answer you the same: Recruiting is the most difficult thing to do for a startup.

Every business wants the cream of candidates, The Rockstars to fill out their team. But entrepreneurs need people who are more than intelligent and experienced. They need passion. Pedigrees aren’t as important as common interests, ethics, and values.

 Start-ups need people who not only believe in the company’s mission, but will work their hearts out to fulfill it. With no bandwidth to babysit and mentor people, start-ups need people who can hit the ground running, and take ownership and run projects on their own. And they need them now. 

 Often in a start-up’s infancy, hiring for a specific position in a rapidly growing business can prove challenging. Every member of that initial team must be able to perform various roles. They need to function as Jack of all trades of sorts; all the tools needed to build your perfect start-up rolled in one. Finding people who can do that while still being experts in their domain isn’t simple.

Especially since the recruiting process, naturally, works a little bit differently than it does in established companies. For a larger business, the recruitment for individual roles has the ability to more focused and targeted. Start-ups don’t necessarily have the same luxury. Since you’re looking for those Jack-of-Trade types, it can be difficult simply to describe the role you’re hiring for.

 So how choose right people?

Don't try to hire copy of previously successful candidates, Look for diverse set of people. Look for people who can stand out, People who are self assured and have confidence of doing what they do.Believe in the fact that every human is unique. Asses their skills but try to see the bigger picture. Skills could be taught but not the attitude. In terms of personality look for people who are driven,proactive and tenacious. People who can gel in small teams, People who can grow to take larger responsibilities.

 More often while hiring for startup's fall into following traps

Hiring known person because of lesser cost: If you want to be best you have to hire best. Entrepreneurs should have strategic plan on when to hire whom and start identifying right candidates at least 6 months before the real need arises. They should start sending right feelers to candidates whom they feel will be able to wear the shoes.at

Be ready to say no to candidates most of the times. Don't compromise or you will pay later.

Not firing the wrong person on time: This is one of the costliest mistakes entrepreneurs do in favor of some one but ultimately this will cost them their company.

Wrong person for wrong job: One should not put wrong people at places. Specifically for startup's companies tend to go with hiring wrong people at different positions. Only if you know some one is with good communication skills and empathetic you can not hire them for HR role. Be clear while evaluating some one for specific role and be very rigorous in interviews.

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Vivek Goswami has been a Leadership hiring professional for over 15 years in a variety of industries, and is a passionate advocate for Leadership hiring, effective career movement and Linkedin based solutions.Follow him on Twitter at vivek_consults.